Apex Therapies is a female-owned company founded to meet the needs of students and schools. With a background in therapy, we strive to provide high-quality, effective, and compassionate therapies to unlock student potential. Our mission is to utilize our specialized training to foster a love of learning for all students.

Why work here: High-level mentorship, 1:1 coaching, opportunities for growth and career development!

Our speech–language pathologists are responsible for providing speech–language services to meet the individual needs of students with oral communication and speech–language impairments. The position is responsible for screenings and assessments, goal development, and planning/implementing appropriate speech and language treatment services to maximize student learning. 
 

Our work environment is within a school based setting.

Guaranteed

Our pay rate is based upon years of experience. 

• Annual review-based bonuses
• Medical, dental, and vision coverage
• 401K plus match options

Monday–Friday 8:00am–4:30pm.

None

Vacation Pay: This policy applies to all full-time employees.
The Company recognizes the importance of time off for rest, relaxation, and other familial or personal obligations.
Therefore, full-time employees may use vacation for any purpose including vacation, personal time, and appointments. The amount of vacation pay available is based upon an employee’s continuous length of service with the Company:

• Eligible employees will begin to accrue vacation pay following a ninety (90) day introductory period.
• Vacation time is front-loaded according to the schedule below and is based on the employee’s employment anniversary year. The employee’s first year, the vacation will be earned on the ninety-first (91st) day of employment. Each following year the employee’s vacation pay will be earned on the employee's anniversary date of hire.
• Eligible employees accrue vacation pay in accordance with the following schedule: Number of days provided equates number of days regularly scheduled to work per week (i.e. 5 days per week worked = 5 vacation days per year; 3 days per week worked = 3 vacation days per year).
• Unused vacation will roll over year to year until it reaches the cap. Once an employee has reached 3 weeks or fifteen (15) days of vacation available, accrual will pause until vacation is used. At that point, accrual will resume and will stop again once the bank of available time is at 3 weeks.
• Vacation requests must be made at least 14 days in advance of the requested vacation. Vacations will be scheduled on a first come, first approved basis. Therefore, it is recommended that vacation requests are submitted as far in advance as possible. Vacation requests may be granted or denied at the Company’s sole discretion based on scheduling and other business reasons. While the Company will do its best to accommodate vacation requests, vacation will rarely, if ever, be granted during business heavy months.
• Regardless of how much time has been accrued, the employee may not use more than 40 consecutive hours of vacation at any given time. Except as prohibited by applicable law, vacation pay must be exhausted before time off without pay will be granted. In certain instances, unused vacation may be required to be used for an otherwise unpaid leave of absence. The Company may compel the employee to take vacation at its sole discretion. Vacation can never be taken before it is accrued. Accrued vacation cannot be requested to be paid out in lieu of being taken.
• Upon separation of employment, all accrued and unused vacation will be paid out.

Paid Sick Leave (California Employees) - This policy applies to all employees. The Company’s paid sick leave policy complies with the paid sick leave requirements under San Diego and California law. 

• Paid sick leave benefits are to be used when an employee is absent from work for (1) the diagnosis, care, or treatment of an existing health condition of, or preventative care for, the employee or an employee’s family member; (2) purposes related to domestic violence, sexual abuse, or stalking suffered by the employee; and (3) public health emergencies resulting in the closure of the employee’s place of business, child-care provider, or child’s school. Paid sick leave may not be used for any reasons not set forth above. Covered family members include children, parents, spouses, registered domestic partners, grandparents, grandchildren, siblings, and a designated person. Employees may identify a single designated person per 12-month period.
• Paid sick leave begins to accrue on a non-exempt employee’s first day of work at a rate of one hour of paid sick leave for every 30 hours worked. Accrual of paid sick leave is capped at 80 hours or 10 days per year, whichever is greater. After an employee accrues 80 hours of paid sick leave, the employee will stop accruing additional paid sick leave until part of the employee’s balance of paid sick leave is used. Accrued, unused paid sick leave is carried over into the next year.
• Employees may use paid sick leave on or after the 90th calendar day of employment. An employee’s use of paid sick leave is capped annually at five days or 40 hours, whichever is greater. Paid sick leave must be taken in increments of no less than two hours. Sick leave benefits will be calculated based on the employee’s regular rate of pay at the time of absence.
• Whenever the need to use paid sick leave is foreseeable (such as a pre-scheduled doctor’s appointment), employees must give their manager reasonable notice in advance. If the need to use paid sick leave is unforeseeable (such as a sudden illness), employees should give the manager notice as soon as practicable, and at least 4 hours before the start of their scheduled workday whenever feasible. The General manager must also be contacted on each additional day of absence. After 3 days of paid sick leave has been used, employees may be required to provide documentation from a healthcare provider for additional absences.
• If an employee has no available sick leave and Apex Therapies allows additional leave, which it is not required to do, the time-off shall be treated as unpaid leave.
• Apex Therapies will not pay out accrued or unused paid sick leave at the termination of the employment relationship.

They are not expected to work and are unpaid. 

No

Caseload caps follow California Ed Code.

Undisclosed

We abide by California State Laws regarding Parental Leave.

No

Accepts CFs? Yes
% of SLPs in company who are CFs: 0
CF supervision provided: Yes
Training program: Training is individualized to the needs of the therapist and therapeutic placement. For CFs training follows state and ASHA guidelines.